Global Compensation Director

Veeam is the Data and AI Trust Company, specializing in helping organizations ensure their data and AI are fully understood, secured, and resilient to enable the acceleration of safe AI at scale. As the market leader in both data resilience and data security posture management, Veeam is built for the convergence of identity, data, security, and AI risk. Headquartered in Seattle with offices in more than 30 countries, Veeam protects over 550,000 customers worldwide, who trust Veeam to keep their businesses running. Join us as we go fearlessly forward together, growing, learning, and making a real impact for some of the world’s biggest brands.

About the role 

As Sr. Director of Global Compensation, you will lead the design, execution, and evolution of Veeam’s global compensation framework — supporting our talent acquisition goals and strengthening employee engagement in a competitive market. 

Partnering with business leaders across the company, as well as colleagues in People Partnering, Talent Acquisition, HR Technology, Finance, and Legal, you will be our subject matter expert on compensation strategy — advising senior stakeholders on key initiatives and leading programs across compensation planning, benchmarking, job architecture, performance management, cost modeling, annual cycles, and M&A. This is not a caretaker role: we are looking for someone who challenges the status quo, brings AI and analytics into how compensation gets done, and rebuilds what needs rebuilding. 

What you’ll do 

• Develop and implement competitive compensation practices across our global workforce, including salary structures, incentive plans, and equity programs 
• Design and administer compensation programs: annual salary reviews, short- and long-term incentives, equity refreshes, and promotions 
• Keep compensation programs compliant with internal policies and federal, state, and global regulations, and lead our readiness for pay transparency rules, including the EU Pay Transparency Directive 
• Anticipate compensation risks and pay equity gaps before they surface, and put guardrails in place to prevent them 
• Model costs and impact for new or changing programs, using AI and advanced analytics in modeling, benchmarking, and program design, and set how the team applies those tools 
• Deliver data-driven compensation guidance to executives, business leaders, and HR colleagues across every region and function 
• Partner with HR Technology to maintain job architecture and compensation programs in Workday and adjacent systems 
• Lead our participation in compensation surveys, analyzing results to assess competitiveness and meet pay equity reporting requirements 
• Make compensation concepts land — build creative, non-traditional enablement for TAPs, HRBPs, managers, and employees in formats people actually use, not just slide decks and webinars